論文摘要

論文名稱：企業福利、員工工作滿足與離職傾向之探討 頁數：74
—以某報社為對象
院校系所：國立中山大學人力資源管理研究所
畢業時間及提要別：八十九學年度第二學期碩士學位論文摘要
研究生：林杏娥﹙Singer Lin﹚ 指導教授：陳世哲﹙Shyjer Chen﹚

論文提要內容：
企業若能提供優厚的薪資與福利，較能羅致人才，在人力市場佔有較佳優勢；然薪資與福利皆為企業經營之成本，如何在考慮企業最少成本支出下，又能滿足受僱員工之需求與滿足?又企業所提供之福利，如何能吸引且留住人才，達到提振士氣，創造和諧勞資關係。透過調查受僱員工個人特質，以了解受僱員工之實際福利需求與現行福利滿意度後，為滿足受僱員工最大效用需求，由勞動經濟學中之特徵理論來解釋同質員工與異質員工對福利需求的不同。本研究欲進行之目的：一、探討員工個人特質對福利需求﹙貨幣性福利需求與非貨幣性福利需求﹚的差異性分析。二、探討企業內提供之福利、受僱員工工作滿足與離職傾向之相關與影響性之分析。期望能藉由本研究之發現，提供勞資雙方互利之結果。
本研究使用SPSS FOR WINDOWS為分析工具進行統計分析。樣本資料描述統計，採次數分配，並以效度分析檢驗各量表變項之內部一致性相關係數Cronbach ‘s

Study on corporate welfare, job satisfaction and intent to leave
--- A case study of a news agency ---


Abstract

An corporate that provides excellent salary and welfare should be able to pool talents and gain advantage in the labor market. As salary and welfare are part of the operating costs of the corporate, how to satisfy employees’ demands and needs at the lowest costs would an important task for the management. In addition, how does the welfare provided by the management retain talents, boost working morale, and create harmonious labor relationships? By surveying employees’ individual traits, their actual demand and satisfaction with the current welfare incentives, the management can efficiently satisfy their needs. Additionally, the theory of characteristics in labor economics is adopted to interpret the difference in welfare requirements demanded by homogenous and heterogeneous employees. This study has been conducted with the objectives as follows: (1) Study and analysis of the difference between the welfare demand and employee’s individual traits (monetary and non-monetary demands). (2) Study and analysis of the relationship and effects among the welfare provided by the corporate, employees’ job satisfaction and the intent to leave.

This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data in descriptive statistics, use frequency distribution, and examine the levels of confidence of all frequency tables and their consistency and correlated coefficient Cronbach‘s α of all variables. Factor analysis of main ingredients, single factor variant analysis, one way ANOVA and subsequent inspection are conducted to review the difference of different variables. PEARSON analysis and REGRESSION analysis are used to examine variables of individual background, and the predictability of corporate welfare in relation to job satisfaction and intent to leave. Major findings include the following:
1. Influences of individual traits on welfare satisfaction, corporate welfare demand, job satisfaction and intent to leave:
1) Based on the analysis on satisfaction, only educational background, division of department, and current salary have significant impact on the satisfaction of corporate welfare.
2) Based on the analysis on different types of welfare demand: Gender, educational background and division of department have significant influence on the demand for monetary welfare; and educational background, division of department and current salary have significant influence on the demand for non-monetary welfare.
3) Based on the analysis of job satisfaction. In the area of group interaction satisfaction; gender, age, marital status, educational background and division of department have significant influence; however, in the area of actual income satisfaction, only educational background and division of department have significant influence.
4) Based on the analysis of relationship between individual traits and intent to leave. There is no significant influence in gender, age, educational level, current salary, nor division of department. Significant influence of marital status is found higher in females than that of males on average. In significant influence of division of department, the average of executive employees is higher than other departments.

2. Influence of corporate welfare measures to job satisfaction
In the analysis of influence of job satisfaction to “welfare satisfaction” and “welfare demand”; the higher the “welfare satisfaction”, the higher the “group interaction satisfaction, and the higher the “satisfaction with actual income”. However, “demand on monetary welfare” is inversely correlated to “group interaction satisfaction”, that is the higher the “demand on monetary welfare”, the lower the “group interaction satisfaction”. Additionally, “demand on monetary welfare” is positively correlated to the “satisfaction with actual income” which indicates that those with higher “demand on monetary welfare” also has higher “satisfaction with actual income”. The results found in “demand on non-monetary welfare” analysis is the same as that of the “demand for monetary welfare”.

3. Influence of job satisfaction on intent to leave:
“Group interaction satisfaction” and “satisfaction with actual income” are inversely correlated to the intent to leave. In other words, those who are more satisfied with the group interaction and actual income are less likely to quit.

4. Corporate welfare measures have influence on job satisfaction and results in intent to leave:
The influence of “welfare satisfaction” on group interaction satisfaction, satisfaction of actual working income, overall job satisfaction and intent to leave is highly predicted. Positive influence is predicted when the supply meets the demand of “monetary welfare” and “non-monetary welfare” on high group interaction satisfaction, satisfaction with actual working income, and overall job satisfaction. Which indicates that when the corporate welfare is promoted, employees’ satisfaction and job satisfaction will also improve and employees would be less likely to quit.


Key words: corporate welfare, job satisfaction, intent to leave.

目錄
頁次
第一章 緒論
第一節 研究背景與動機 -------------------------------------------------- 1
第二節 研究目的 ----------------------------------------------------------- 2

第二章 文獻探討
第一節 企業福利及其實施理論 ----------------------------------------- 3
第二節 企業福利與工作滿足之相關 ----------------------------------- 11
第三節 工作滿足與離職傾向之相關 ----------------------------------- 15

第三章 研究設計與方法
第一節 研究架構 ----------------------------------------------------------- 18
第二節 研究設計 ----------------------------------------------------------- 19
一 研究對象
二 樣本設計
三 研究工具
第三節 資料分析方法與統計 -------------------------------------------- 25
第四節 信度分析與因素分析 -------------------------------------------- 26
第五節 修正後之研究架構與研究假設 -------------------------------- 30
第六節 研究對象基本資料 ----------------------------------------------- 32

第四章 結果分析
第一節 個人特質對企業福利滿意度、需求度、工作滿足與離職傾向
的差異分析 -------------------------------------------------------- 34
第二節 個人特質與福利滿意度、需求度、工作滿足與離職傾向的相
關分析 -------------------------------------------------------------- 49
第三節 企業福利、員工工作滿足與離職傾向之影響分析 -------- 51

第五章 結論與建議
第一節 結論 ------------------------------------------------------------------ 58
第二節 建議 ------------------------------------------------------------------ 61

(附錄1)參考書目 ---------------------------------------------------------------------- 64
(附錄2)問卷 ---------------------------------------------------------------------------- 69

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